Leadership in Health Care Organizations – Health System Example

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"Leadership in Health Care Organizations" is an engrossing example of a paper on the health system. Leadership in nursing is an important aspect. Nursing requires consistent, strong, understanding, knowledgeable, and experienced leaders that can inspire nurses to become high achievers support them, and help nurses become better professionals in the healthcare sector. Proper leadership is important as a quality that helps to improve professional practice environments. As such, leaders in nursing should have key attributes of leadership, depending on the leadership style that they subscribe to (Trastek, Hamilton & Niles, 2014). This paper analyzes the leadership aspects concerning Carrie Capps- Chief Nursing Officer, Bayshore Medical Center, Jeanna Barnard- Chief Executive Officer, Bayshore Medical Center, and Glenda Parrish- Director Med/Tele Unit (My Preceptor), Bayshore Medical Center. Carrie Capps who is the Chief Nursing Officer at Bayshore Medical Center states that she believes her preferred leadership style is an affiliative leadership style that emphasizes the importance of teamwork in the workplace.

She states that she has used this style to achieve success by creating harmony and a friendly working environment that connects individual workers to work together for a common goal. Jeanna Barnard, the Chief Executive Officer at Bayshore Medical Center states that her preferred leadership style is visionary leadership style.

The visionary leadership style puts emphasis on the direction where the leader articulates the direction that the group should head to. She states that she has used this leadership style in her vast experience as a leader to achieve success by moving people towards a set of shared dreams in the organization. She states that helping people see the direction that they should go to ensures that they remain focused on the goals ahead of them (Murray, 2013).   Glenda Parrish, the Director Med/Tele Unit (My Preceptor) at Bayshore Medical Center states that her preferred leadership style is coaching style.

This leadership style is a one-on-one style that focuses on individuals, specifically emphasizing their development and improvement of their performance. She states that she has used this style to achieve success by helping individuals to connect their individual goals with the goals of the organization and also developing their performance levels to increase output and contribute to the success of the organization and also provide better patient outcomes (Murray, 2013). I chose each of these leaders because of several factors.

First, I chose them because they are women who prove that gender is not an aspect of quality leadership but character and the ability to lead.   Secondly, I chose the three leaders because, despite the fact that they work at the same facility, they have different leadership styles that complement to create a powerful leadership role at Bayshore Medical Center. This has been advantageous for the facility because the strengths of one of them fill in for the weakness of the other creating an environment with quality leadership and role models for employees to emulate. I also chose the three nurses because they vast experience in leadership not only at Bayshore Medical Center but also the experience they gained prior to coming to the center.

This is important when analyzing the leadership style used by leaders because the experience is required to judge consistency and also the effects of their leadership styles on their success. I also chose the nurses because of their uniqueness and how they handle employees in their respective areas of influence. The leadership styles of the three leaders as stated above are affiliative, coaching, and visionary.

These leadership styles have certain aspects that are similar as well as those that are different. In terms of similarities, all leadership styles focus on achieving a successful goal. Another similarity in the three leadership styles used by the nurses is that they all need people to support the leader in fulfilling defined objectives. The leadership styles emphasize that a leader cannot successfully complete tasks in an organization by himself or herself but require the help of other leaders and subordinates.

Therefore, all these three forms of leadership place the people under the leader at a strategic position in terms of helping the leaders fulfill their mandate (Murray, 2013). However, there are also certain differences between the three leadership styles. First, the three leadership styles are important to an organization at different times. For example, the visionary leadership style is important when an organization needs a new direction. On the other hand, the coaching leadership style focuses on developing individuals meaning that it is applied especially when individuals are new in the workplace or when they are learning new concepts that can help motivate them and improve their work output.

The affiliative leadership style is different from the others in the sense that it focuses on issues that characterize an established workplace environment that requires teamwork (Trastek, Hamilton & Niles, 2014). Another difference among the three leadership styles is that the visionary style focuses and emphasizes on the direction of individuals and the organization, the coaching style focuses on the development of individuals and the organization while the affiliative style focuses and emphasizes the importance of teamwork.

These are different issues despite the fact that they lead to similar results. In all the three leadership styles, there is an aspect of servant leadership. For visionary style, moving people towards a shared vision is an aspect of servant leadership because a leader sets the people free to experiment, innovate, and learn without dictating them. Providing direction is an aspect of servant leadership (DelHousaye & Brewer, 2004).

For the coaching style, an aspect of servant leadership comes in the form of developing individuals to achieve their highest potential by helping them connect their goals and the goals and the organization. Empowering and developing people is an aspect of servant leadership. The leader serves the people. In affiliative style, the aspect of servant leadership can be seen in terms of the harmony that leaders develop so that members can connect with each other for a common goal. This is an aspect of interpersonal acceptance in servant leadership (DelHousaye & Brewer, 2004). A missed opportunity with the nurses would be failing to see them in their actual roles as leaders because it could have helped me gather first-hand information about their leadership styles and the response in their departments.

A question that I would have liked to ask them and did not ask is whether the leaders find satisfaction in leading people.


DelHousaye, D & Brewer, R.K. (2004). Servant Leadership: The Seven Distinctive Characteristics of a Servant Leader. New York: SBC [Scottsdale Bible Church] Press.

Murray, A. (2013). The Wall Street Journal Guide to Management. New York: Harper Business.

Trastek, V. F., Hamilton, N. W., & Niles, E. E. (2014, March). Leadership Models in Health Care—A Case for Servant Leadership. In Mayo Clinic Proceedings (Vol. 89, No. 3, pp. 374-381). Elsevier.

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